Competency management with one scale for every manager

Describe what each level of your rating scale looks like, so a 4 from any manager in the cycle is measured against the same definition. Then see every reviewer group you include side by side, and roll the manager’s ratings into one weighted score out of 100.

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Competency management with one scale for every manager

Rating scales

Rating levels every reviewer reads the same way

When everyone rates everyone a 4, the review stops telling you anything. You can fix that in the question templates your performance reviews use.

A description behind every level
Add a description of what each level means in practice. Reviewers see it in every review that uses the question: on a computer when they hover over a level, and on a phone under each level.
Scales carry over to new questions
Scale levels named in your own terms

The library

Start from a ready-made competency library

You don’t need a framework for every job title to run your first review. Your account starts with six competencies, each with a short definition and the behaviours that show it, and every employee can read the ones that apply to them on their own profile.

Apply each competency to everyone, or narrow it by department, position, location, team and more
Stays current: people who leave drop off it automatically
Copy a competency to make a version for a specific role

Start from a ready-made competency library

Results

See how someone rates themselves against how others rate them

The competency radar puts every reviewer group that took part on one chart, with one axis per competency and one line per group, and each peer group in its own colour. The self-rating is kept out of the average, so you can see how far someone’s view of themselves is from how their manager, peers and reports see them.

Drawn when a person’s review covers three or more competencies; with fewer, you see the table without the chart
A table under the chart shows each group’s rating per competency and the average of the other groups, plus a GAP column: how far the self-rating is from that average (when the cycle includes a self-review)
Self, manager, peer and upward groups, plus team leads and any custom reviewer groups you add

See how someone rates themselves against how others rate them

From the first rating to the results you share

Strengths and gaps, cycle-wide

Each competency’s average and spread of answers, filtered by department, team or location.

One score per person

The manager’s ratings become a score out of 100, weighted per cycle and re-scaled for missing competencies.

Definitions at rating time

When a competency has a description or indicators, reviewers can open them from the question itself.

You decide what employees see

Employees see nothing until you share the results. Peer, upward and team-lead ratings are shared only if you allow it.

Explore the rest of Perform

Competencies are one part of how people grow at your company. The rest of Perform includes feedback, recognition, development plans and talent calibration.

Employee feedback

Give and request feedback, with visibility chosen on every note.

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